It really sucks when you consider yourself as the best leader, are applauded by people for the best leadership skills and yet, your team hates you right?
Your managerial ability and leadership skills are the best among your team members, yet they don’t love and trust you.
It really sucks. I know, trust me.
Why don’t they trust you?
Your team members are your assets, because without their support its really difficult to complete a task.
And its common knowledge that if you want their support, you need to have their trust and faith in your abilities.
Your team members should trust your decisions and feel at ease to talk to you about it, irrespective of your personal relationship with them.
But if your team members don’t trust you and your abilities professionally, then that’s something to ponder about.
Now most of you would think,
“How would I know as to why don’t they trust me?” But here’s the thing, most of us do know our short comings as a leader, and in case you genuinely have no idea as to why don’t they professionally trust you, then the following points may help.
- Personal bias: Having some personal bias with team members can really effect your work efficiency. If your personal relations are more than acquaintance, it should be trust and friendship, not hate. But if this is the case, then many times, it’s not our fault, it’s the team members who hate us who don’t see our professional side and are busy looking at us with the same hatred. The only thing you can do here is try and give them a reason to see your professional side. If they don’t want to see it for your business or the project you’re working on, make them see it for their benefit. You can do this by reminding them the reward of the success of your project or directly remind them to be professional and not personal.
- They feel competent : Another reason why your co members don’t agree with you on most of your decisions even if they’re really good is that, they feel insecure and competitive. If you’re a leader then you have to be able to take responsibility for everything you do. Now some overoptimistic people think that this means you’ll take the credit for all the success as well. These people don’t want to be seen as sidekicks and just a member in the success of your project. They want to be seen as a very important part of the project. So either they’ll butter you up and try and get to your good side, or they’ll try and bring you down. If they try the latter then it’s rather dangerous for your project, because these people will try their best to belittle you and your ideas no matter how good they are. ‘Okay okay, but what do I do now?’ Since these people treat you as competitors, they’ll work hard to prove that they’re better than you, so it’s best to give them some assurance, by praising their work and giving your team members some challenging work to do. This might reduce the level of competitiveness they feel towards you, but it can’t finish it off completely. So another thing you can do is, let the rest of your team know your ideas first. The people who feel the need to snatch power from you would be less, the majority of people would want you to be the leader if you’re a good leader with fabulous skills. So let the majority of members see and know your ideas first. Convince them that you’re awesome. This way, that minority which tries to disrupt all your decisions will have no option but to go with the flow, because majority of the people already love the idea. So even if the minority of the people try and disagree, if the majority likes and agrees to your ideas, you can do a voting or polling system, and that way you’ll be able to continue with your project without disruption.
- They’re disloyal to you : Sometimes some of our team mates don’t really have any problem with us, they love us personally and professionally yet our performance keeps falling, And despite our efforts, it’s difficult to get back on track. In times like this, it’s pretty genuine to suspect that our confidential information is not as confidential. We must keep a check on our employees, ensure loyalty before anything else.